Giving effective, constructive criticism usually involves three main steps:

Step 1 Provide feedback in a one-to-one meeting

Always try to give your feedback during a one-to-one, private session. Deliver the message in a single, focused conversation and go directly to the point. For example: 'I want to give you some feedback on your work. You planned to conduct three community meetings last quarter, but have only done two so far. I want to help you to perform better in the coming quarter. If you need any help I would be happy to assist.'

Step 2 Be specific

Be specific about what's wrong and how it can be improved. Constructive criticism should focus on specific actions or behaviours that the person can change or do something about. Instead of general criticisms say something more specific, such as 'When Mr. Kebede arrived at the Health Post, you did not greet him or shake his hand. He may have thought that you were rude.'

Step 3 Reinforce the relationship

In order to maintain a good relationship, your criticism needs to focus on an action or level of performance, not on the person. You want a change in behaviour. You should send the message that you value the person but not the specific behaviour or performance in question. Effective feedback requires direct, truthful communication which will help build honest, open relationships between you and your team.